H-1B Visa Senior Compensation Manager Jobs
Senior Compensation Manager roles qualify as H-1B specialty occupations under the DOL's compensation management SOC classification, requiring at least a bachelor's degree in human resources, finance, or a related field. Employers filing H-1B petitions for this role must certify a prevailing wage through a Labor Condition Application before USCIS can approve your petition.
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Get Access To All JobsAbout Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
About Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
See all 77+ Senior Compensation Manager jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Senior Compensation Manager roles.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Senior Compensation Manager
Verify your degree field matches
Compensation management sits at the intersection of HR and finance, so a degree in a loosely related field like general business can trigger an RFE. Pull the O*NET profile for your SOC code and confirm your transcript aligns with the stated educational requirements before applying.
Target employers with dedicated total rewards teams
Companies large enough to run a standalone compensation function are far more likely to sponsor than those where the role doubles as generalist HR. Search Migrate Mate's H-1B employer data to find companies that have filed for this specific occupation code.
Understand how prevailing wage affects your offer
Your employer must certify your salary meets the DOL wage level for your metro area before filing your LCA. Run the OFLC Wage Search yourself using the correct SOC code so you can negotiate from an informed position and spot underbid offers early.
Request premium processing before your start date
Standard H-1B processing can run several months, which creates onboarding delays for roles requiring immediate access to payroll systems and equity data. Ask your employer to file USCIS Form I-907 for premium processing so adjudication completes within 15 business days.
Document your international compensation work explicitly
If you've managed global pay structures, equity plans, or cross-border benchmarking, include those specifics in your support letter. USCIS looks for evidence that the role requires specialized expertise, and international scope strengthens the specialty occupation argument for this position.
Clarify E-Verify enrollment before accepting an offer
H-1B employment is only lawful at the specific employer and worksite listed on your approved petition. Confirm your prospective employer is enrolled in E-Verify and that the worksite on the LCA matches where you'll actually work, especially in hybrid or multi-location arrangements.
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Find Senior Compensation Manager JobsSenior Compensation Manager H-1B Visa: Frequently Asked Questions
Does a Senior Compensation Manager role qualify as an H-1B specialty occupation?
Yes. Compensation management is classified under a specific SOC code that DOL and USCIS recognize as requiring at least a bachelor's degree in a directly related field such as human resources, finance, or business administration. The employer must demonstrate the position routinely requires that degree level, not just that it's preferred. Roles with generic degree requirements or where any bachelor's qualifies can face RFEs.
Which employers commonly sponsor H-1B visas for compensation roles?
Large employers with dedicated total rewards or compensation functions, including major technology companies, financial institutions, healthcare systems, and multinational corporations, are the most consistent H-1B sponsors for this title. You can search employers by their H-1B filing history for compensation-specific roles on Migrate Mate, which filters results by occupation code and employer rather than relying on self-reported sponsorship willingness.
How does the H-1B prevailing wage requirement apply to Senior Compensation Managers?
Before filing the LCA, your employer must certify your salary meets or exceeds the DOL prevailing wage for the Senior Compensation Manager SOC code in your specific metro area. Wage levels run from Level I through Level IV, and a senior title typically maps to Level III or IV. You can verify the applicable wage yourself using the OFLC Wage Search before you receive a written offer.
Can a Senior Compensation Manager change employers while on H-1B?
Yes, through H-1B portability under AC21. If your new employer files a new H-1B petition before your current authorized stay expires and you've been lawfully employed for at least 180 days, you can start the new role as soon as the petition is received by USCIS. The new employer must file a fresh LCA and I-129 covering the compensation manager position at their specific worksite.
Does remote or hybrid work affect an H-1B petition for this role?
Yes. The LCA must list every worksite where you'll perform work, including your home address if you work remotely. For Senior Compensation Managers who travel to multiple offices or work a hybrid schedule across different metro areas, the employer may need to post LCA notices at each location and certify prevailing wages for each area. Failing to list a worksite can create compliance issues during a DOL audit.
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